United States Leave Laws and Holidays

Employees accrue 1 hour of paid sick leave for every 30 hours worked, up to a maximum of 64 hours per year.

Employees should notify their employer as soon as practicable if the need for paid sick leave is foreseeable.

Approval for sick leave is typically not required unless the employer has specified conditions under which approval is necessary.

Additional quota beyond the accrued amount is not generally provided under New Mexico law.

Paid sick leave accrues based on the number of hours an employee works, calculated at 1 hour per 30 hours worked.

Employees can carry over unused sick leave to the next year, up to a maximum of 64 hours.

There is no requirement for employers to pay out unused sick leave upon termination of employment.

Unused paid sick leave is not paid out at the end of the year; it carries over to the next year.

Paid sick leave can be used for illness, care for family members, or preventative care without discrimination or retaliation from the employer.

New Mexico does not mandate paid vacation, but employers may offer it as part of their benefits package. The amount varies based on company policy or employment contracts.

Employers may require employees to provide advance notice before taking vacation leave. The exact notice period is determined by company policy.

Employers typically require approval for vacation requests to ensure business operations are not disrupted.

Employers may provide additional vacation days beyond what is stated in the employment agreement.

Employers may allow vacation days to accrue over time or provide them as a lump sum at the start of the year.

Employers may allow unused vacation days to carry over to the next year, but some policies enforce a 'use-it-or-lose-it' rule.

New Mexico law does not require payout of unused vacation upon termination unless stated in company policy or contract.

Employers are not obligated to pay for unused vacation at the end of the year unless specified in the company's policy.

Employers may establish different vacation policies for different employee classifications (e.g., full-time vs. part-time).

Eligible employees can take up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA).

Employees should provide at least 30 days’ notice for maternity leave, or as soon as possible in emergencies.

Employers cannot deny maternity leave for eligible employees under FMLA.

Employers may provide extended maternity leave beyond FMLA requirements.

Maternity leave is available when needed and does not accumulate over time.

Maternity leave does not carry over as it is event-based.

Maternity leave is unpaid, so there is no payout upon termination.

There is no year-end payout for unused maternity leave.

Maternity leave may qualify for partial wage replacement through short-term disability insurance or paid family leave benefits if available.

New Mexico recognizes several public holidays, but private employers are not required by law to provide paid time off on these days.

Public holidays are predetermined and do not require employee notice.

Employees do not need approval for public holidays as they are scheduled annually.

Employers may provide additional holidays beyond the statutory holidays.

Public holidays occur on fixed dates and do not accumulate.

Since public holidays are tied to specific dates, they do not carry over to the following year.

Employers are not required to pay out unused public holiday leave upon termination unless their policy explicitly states otherwise.

Unused public holidays are not paid out at the end of the year unless company policy allows for it.

Employers who require employees to work on public holidays may offer premium pay (e.g., time-and-a-half), but this is not required by law.

Eligible employees can take up to 12 weeks of unpaid, job-protected leave under the Family and Medical Leave Act (FMLA) to care for a newborn or newly adopted child.

Employees should provide at least 30 days' notice for parental leave if the leave is foreseeable. If the leave is due to an emergency, notice should be given as soon as possible.

Employers cannot deny parental leave for eligible employees under FMLA, but they may require proper documentation.

Employers can provide additional parental leave beyond FMLA requirements at their discretion.

Parental leave is available when needed and does not accumulate over time.

Parental leave does not carry over since it is event-based.

Parental leave is unpaid, so there is no payout upon termination.

There is no end-of-year payout for unused parental leave as it does not accrue.

Parental leave may qualify for job protection under FMLA, but wage replacement depends on the employer's policies or available state programs.

New Mexico law does not mandate bereavement leave, but many employers provide it as part of their benefits.

Employees should notify their employer as soon as possible when they need bereavement leave.

Employers may require employees to request bereavement leave and provide documentation if necessary.

Additional bereavement leave may be granted depending on the employer's policies and the circumstances of the bereavement.

Bereavement leave is provided on an as-needed basis and does not accrue over time.

Bereavement leave is available only when needed and cannot be carried over.

Bereavement leave is unpaid and does not result in a payout upon termination.

No payout for unused bereavement leave at the end of the year.

Employers may define bereavement leave differently, including eligibility based on relationship to the deceased.

Employees must be granted leave for the full duration of jury duty as required by the court.

Employees should notify their employer immediately upon receiving a jury duty summons.

Employers cannot deny jury duty leave as it is a civic responsibility.

Jury duty leave lasts as long as required by the court.

Jury duty leave is provided when summoned and does not accrue.

Jury duty leave is only available when summoned and does not carry over.

Jury duty leave is unpaid unless specified by the employer.

Jury duty leave does not result in a payout at the end of the year.

Employers cannot terminate or discipline employees for attending jury duty.

Washington provides reasonable leave for victims of domestic violence, sexual assault, or stalking to seek legal or law enforcement assistance, treatment, counseling, or to participate in safety planning.

Employees must provide notice to their employer as soon as possible unless an emergency prevents them from doing so.

Employers cannot deny leave, but they may request reasonable documentation, such as a police report or court order, to verify the need for leave.

Employers may offer additional leave beyond the required 14 days as part of their workplace policies.

Domestic violence leave is provided on an as-needed basis and does not accrue over time.

There are no carry over rules for domestic violence leave as it does not accrue.

Since this leave is unpaid, there is no payout upon termination.

There is no payout for unused leave at the end of the year.

Employees may take leave intermittently or in one continuous block, depending on their circumstances.

Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees who serve in the military are entitled to up to 5 years of job-protected leave.

Employees must provide advance notice to their employer before leaving for military service, except in cases where military necessity prevents it.

Employers are required by law to grant military leave and cannot refuse it.

Additional leave is granted as required by the duration of the military duty.

Military leave is granted based on service requirements and does not accrue like vacation time.

Military leave is based on service commitments and does not carry over.

Military leave is unpaid unless the employer offers paid military leave as part of their benefits.

Unused military leave does not result in a payout at the end of the year.

Employees returning from military leave must be reinstated to the same or equivalent position with seniority and benefits intact.

Employees are entitled to up to 2 hours of paid time off to vote if their work schedule does not allow sufficient time outside of working hours.

Employees must request voting leave before Election Day to ensure proper scheduling.

Employers may decide when employees can take leave, but they cannot refuse it.

Employers can provide additional voting leave beyond the required 2 hours.

Voting leave is provided per election and does not accumulate.

Voting leave is tied to elections and does not carry over.

Since voting leave is paid time off, there is no payout upon termination.

Unused voting leave is not paid out at the end of the year.

Employees are only entitled to voting leave if their work schedule does not provide at least 3 hours before or after their shift to vote.